Yeah, perfectly understandable. I'm sure Buffer's intention here is largely to attract people who will fit the environment they want to foster and this draws a pretty hard line.
And it is a double-edged sword - an employee could look at that formula after a year and think, "Well, I know where I am now and where I could be in two years, no reason to stay here for that."
I also can't even imagine what it would be like trying to implement such a policy if it weren't in place from the start, hah.
"an employee could look at that formula after a year and think, "Well, I know where I am now and where I could be in two years, no reason to stay here for that.""
The good part about this is that the formula and system is open to change and will continue to evolve as we find ways that it could be working better for us. We're actually in the midst of some changes right now that have and will really help the formula work in the coming months & years.
Yeah, I'm not at all surprised about that based on what this degree of openness says about the culture of Buffer. Keep it up.
I also have to think balancing such a formula is a very interesting challenge. On the one hand you don't want it so hard coded that there is no wiggle room, but on the other a higher fudge factor can really change the type of applicants that come along.
>> " I'm sure Buffer's intention here is largely to attract people who will fit the environment they want to foster and this draws a pretty hard line."
And it is a double-edged sword - an employee could look at that formula after a year and think, "Well, I know where I am now and where I could be in two years, no reason to stay here for that."
I also can't even imagine what it would be like trying to implement such a policy if it weren't in place from the start, hah.